One of the consequences of this unclearness is the lack ~f standards by
which to measure progress. When the intergroup worker, coming home fr~m
Action Research and Minority Problems
KURT LEWIN
Mr. Baldau presents in a very clear way the challenge of the person who
is trying to improve group relations. Although he is able to paint a relatively
friendly picture about the situation in Cleveland, he is eager to stress that he
is not at all certain whether his report mirrors more than the surface. Mr.
Baldau can enumerate important progresses made by various minority groups
in the last decade, but he is not certain whether they will last or create counter-
pressure strong enough to reverse the trend. He is quite in doubt about the
effectiveness of the techniques used for the betterment of intergroup relations,
without being able to offer suggestions for techniques which have been proved
to be effective. He asks, therefore, for action-research, for research which will
help the practitioner. In the last year and a half I have had occasion to have
contact with a great variety of organizations, institutions, and individuals who
came for help in the field of group relations. They included representatives
of communities, school systems, single schools, minority organizations of a
variety of backgrounds and objectives; they included labor and management
representatives, departments of the national and state governments, and so on.
Two basic facts emerged from these contacts: there exists a great amount
of good-will, of readiness to face the problem squarely and really to do something
about it. If this amount of serious good-will could be transformed into or-
ganized, efficient action, there would be no danger for intergroup relations in
the United States. But exactly here lies the difficulty. These eager people feel
to be in the fog. They [eel in the fog on three counts: 1. What is the pres-
ent situation? 2. What are the dangers? 3. And most important of all, what
shall we do?
We are presently conducting an interview survey among workers in inter-
group relations in the State of Connecticut. We wanted to know their line of
thinking, their line of action, and the major barriers which they encounter. Not
a few of those whose very job is the improvement of inter-group relations state
that perhaps the greatest obstacle to their work is their own lack of clarity of
what ought to be done. How is economic and social discrimination to be
attacked if we think not in terms of generalities but in terms of the inhabitants
of that particular main street and those side and end streets which make up that
small or large town in which the individual group worker is supposed to do his
job?
34
l
the good-will meeting which he helped to instigate, thin~' of t~e dlgn~toC1es
he was able to line up, the stirring appeals he heard, the ImpressIve setting of
the stage, and the good quality of the food, he cannot h,:lp ~ut feel elated by
the general atmosphere and the words of praise from h,s fflends all around.
Still, a few days later, when the next case of discrimi~ation becomes known he
often wonders whether all this was more than a whIte-wash and whether he
is right in accepting the acknowledgment of his friends as a measuring stick
for the progress of his work.
This lack of objective standards of achievement has two severe effects:
1. It deprives the workers in intergroup relations of their legitimate .desire
for satisfaction on a realistic basis. Under these circumstances, satIsfactIon or
dissatisfaction with his own achievement becomes mainly a question of tempera-
ment.
2. In a field that lacks objective standards of achievement, no learning
can take place. If we cannot judge whether an action has led forward or back·
ward if we have no criteria for evaluating the relation between effort and
achi~ement, there is nothing to prevent us from making the.wrong conclusi?ns
and to encourage the wrong work habits. Realistic fact-finding and evaluatIOn
is a prerequisite for any learning. Social research should ~ one of the top
priorities for the practical job of improving intergroup relatIOns.
Character and Function of Research for the Practice
of Intergroup Relations
The research needed for social practice can best be characteri2~d as research
for social management or social engineering. It is a type of actIon-research,. a
comparative research on the conditions and effects of various forms of SOCIal
action, and research leading to social action. Research that produces nothing
but books will not suffice.
This by no means implies that the research needed is in. any ~cspect less
scientific or "lower" than what would be required for pure scIence tn the field
of social events. I am inclined to hold the opposite to be true. Institutions
interested in engineering, such as the Massachusetts Institute of Technolo~,
have turned more and mor'" to what is called basic research. In regard to SOCIal
engineering, too, progress will depend largely on the rate with w~ich basic
research in social sciences can develop deeper insight into the laws whIch govern
 "!J")':''''
social life. This "basic social research" will have to include mathematical and
conceptual problems of theoretical analysis. It will have to include the whole
range of descriptive fact·finding in regard to small and large social bodies.
Above all, it will have to include laboratory and field experiments in social
change.
Integrating Social Sciences
An attempt to improve intergroup relations has to face a wide variety of
tasks. It deals wi th problems of attitude and stereotypes in regard to other
groups and to one's own group, with problems of development of attitudes and
conduct during childhood and adolescence, with problems of housing, and the
change of the legal structure of the community; it deals with problems of
status and caste, with problems of economic discrimination, with political leader-
ship, and with leadership in many aspects of community life. It deals with the
small social body of a family, a club or a friendship group, with the larger
social body of a school or a school system, with neighborhoods and with social
bodies of the size of a community, of the state, a nation and with international
problems.
We are beginning to see that it is hopeless to attack anyone of these aspects
of intergroup relations without considering the others. This holds equally for
the practical and the scientific sides of the question. Psychology, sociology, and
cultural anthropology each have begun to realize that without the help of the
other neither will be able to proceed very far. During the last five years first
timidly, now very clearly, a desire for an integrated approach has become ar-
ticulated. What this integration would mean specifically is still open. It may
mean an amalgamation of the social sciences into one social science. It may
mean, on the other hand, merely the cooperation of various sciences for the
practical objective of improving social management. However, the next decade
will doubtless witness serious attempts of an integrated approach to social re-
search. I am of the opinion that economics will have to be included in this
symphony if we are to understand and to handle intergroup relations more
effectively.
Two Types of Research Objectives
It is important to understand clearly that social research concerns itself
with two rather different types of questions, namely the study of general laws
of group life and the diagnosis of a specific situation.
Problems of general laws deal with the relation between possible conditions
and possible results. They are expressed in "if so" propositions. The knowledge
36
of laws can serve as guidance for the achievement of certain objectives under cer-
tain conditions. To act correctly, it does not suffice, however, if the engineer or
the surgeon knows the general laws of physics or physiology. He has to know
too the specific character of the situation at hand. This character is determined
by a scientific fact·finding called diagnosis. For any field of action both types
of scientific research are needed.
Until recently, fact-finding on intergroup relations has been largely dom-
inated by surveys. We have become somewhat critical of these surveys of inter-
group relations. Although they are potentially important, they have, as a rule,
used rather superficial methods of poll taking and not the deeper. searching of
the interview type used by Likert which gives us some insight into the motivations
behind the sentiments expressed_
The second cause of dissatisfaction is the growing realization that mere
diagnosis--and surveys are a type of diagnosis---.<ioes not suffice. In intergroup
relations as in other fields of social management the diagnosis has to be com·
plemented by experimental comparative studies of the effectiveness of various
techniques of change.
The Function and Position of Research Within
Soc:lal Planning and Action
At least of equal importance to the content of the research on intergroup
relations is its proper placement within social life. When, where, and by whom
should social research be done?
Since we are here interested in social management let uS examine somewhat
more closely the process of planning.
Planning starts usually with something like ~ ge~era~ idea. For one
reason or another it seems desirable to reach a certam obJectIve. Exactly how
to circumscribe this objective, and how to reach it is f requentIy not too clear.
The first step then is to examine the idea carefully i~ th~ lig~t of t~e means
available. Frequently more fact·finding about the sItuatIon IS reqUlre~. If
this first period of planning is successful, two items emerge: n~e1y, an over-
all plan" of how to reach the objective and secondly, a deCISIon 10 .regard to ~e
first step of action. Usually this planning has also somewhat modIfied the ong-
inal idea.
The next period is devoted to executing the first step of the overall plan.
In highly developed fields of social management, s~ch as modern fa<.to?,
management or the execution of a war, this second step IS followed by certam
37
fact-findings. For example, in the bombing of Germany a certain factory may
have heen chosen as the first target after careful consideration of various prior-
ities and of the best means and ways of dealing with this target. The attack is
pressed home and immediately a reconnaissance plane follows with the one
objective of determining as accurately and objectively as possible the new situ-
ation.
This reconnaissance or fact-finding has four functions. First it should
evaluate the action. It shows whether what has been achieved is above or below
expectation. Secondly, it gives the plaoners a chance to learn, that is, to gather
new general insight, for instance, regarding the strength and weakness of certain
weapons or techniques of action. Thirdly, this fact-finding should serve as a
basis for correctly planning the next step. Finally, it serves as a basis for mod-
ifying the "overall plan."
The next step again is composed of a circle of planning, executing, and
reconnaissance or fact-finding for the purpose of evaluating the results of the
second step, for preparing the rational basis for planning the third step, and
for perhaps modifying again the overall plan.
Rational social management, therefore, proceeds in a spiral of steps each
of which is composed of a circle of planning, action, and fact-finding about the
result of the action.
With this in mind, let us examine for a moment the way intergroup relations
are handled. I cannot help feeling that the person returning from a successful
completion of a good-will meeting is like the captain of a boat who somehow
has felt that his ship steers too much to the right and therefore has turned the
steering wheel sharply to the left. Certain signals assure him that the rudder
has followed the move of the steering wheel. Happily he goes to dinner. In
the meantime, of course, the boat moves in circles. In the field of intergroup
relations all too frequently action is based on observations made "within the boat"
and too seldom based on objective criteria in regard to the relations of the
movement of the boat to the objective to be reached.
We need reconnaisance to show us whether we move in the right direction
and with what speed we move. Socially, it does not suffice that university
organizations produce new scientific insight. It will be necessary to install
fact-finding procedures, social eyes and ears, right into social action bodies.
The idea of research or fact·finding branches of agencies devoted to im-
proving intergroup relations is not new. However, Some of them did little more
than collect newspaper clippings. The last few years has seen a number of
38
very significant developments. About two years ago the American Jewish Con-
gress established the Commission on Community Interrelations. This is an
action-research organization designed primarily to function as a service organi-
zation to Jewish and non-Jewish bodies in the field of group interrelations. It
is mainly interested in the group approach as compared to the individual ap-
proach on the one hand and the mass approach by way of radio and newspaper
on the other. These latter two important lines are the focus of attention of the
research unit of the American Jewish Committee.
Various programs try to make use of our educational system for betterment
of intergroup relations, such as that of the American Council on Education. The
College Study in Intergroup Relations at teachers colleges, the Citizenship Ed-
ucation Study in Detroit, and, in a more overall way, the Bureau for Intercult·
ural Education. They all show an increased sensitivity for a more realistic, that
is more scienti lie, procedure of evaluation and self-evaluation. The same holds
in various degrees for undertakings specifically devoted to Negro-White re-
lations, such as the American Council on Race Relations in Chicago, the Urban
League, and others. It is significant that the State Commission Against Dis-
crimination in the State of New York has a subcommittee foe cooperation with
research projects and that the Inter-Racial Commission of the State of Connec-
ticut is actively engaged in research. The recent creation of major research in-
stitutions at universities has also helped to broaden the vistas of many of the
existing action organizations and in making them more confident of the pos-
sibilities of using scientific techniques for their purposes.
I cannot possibly attempt even in the form of a survey to discuss the many
projects and findings which arc emerging from these research undertakings.
They include surveys of the methods which have been used until now, such as
that just published by Goodwin Watson; studies of the development of attitudes
in children; studies of the relation between intergroup attitudes and such factors
as political belief, position in one's own group; experiments about how best to
react in case of a verbal attack along prejudice lines; change experiments with
criminal gangs and with communities; the development of many new diagnostic
tests; and last but not least, the development of more precise theories of social
Change. Not too much of the results of these projects have yet found their
way into print. However, I am confident that the next few years will witness
rapidly increased output of significant and practical studies.
Example of a Chaneae Experiment on Minority Problems
One example may illustrate the potentialities of ~ooperation ~een
practitioners and social scientists. In the beginning of thiS year the Olauman
 ,.-
of the Advisory Committee on Race Relations for the State of Connecticut,
who is at the same time a leading member of the Interracial Commission of the
State of Connecticut, approached us with a request to conduct a workshop for
fifty community workers in the field of intergroup relations from all over the
state of Connecticut.
A project emerged in which three agencies cooperated, the Advisory Com·
mittee on Intergroup Relations of the State of Connecticut, The Commission
on Community Interrelations of the American Jewish Congress, and the Re-
search Center for Group Dynamics at the Massachusetts Institute of Technology.
The State Advisory Committee is composed of members of the Interracial Com-
mission of the State of Connecticut, a member of the State Department of Ed-
ucation of the State of Connecticut, and the person in charge of the Connecticut
Valley Region of the Conference of Christians and Jews. The state of Con-
necticut seems to be unique in having an interracial commission as a part of
its regular government. It was apparent that any improvement of techniques
which could be linked with this strategic central body would have a much better
chance of a wide-spread and lasting effect. After a thorough discussion of
various possibilities the following change·experiment was designed cooperatively.
Recent research findings have indicated that the ideologies and stereotypes
which govern intergroup relations should not be viewed as individual character
traits but that they are anchored in cultural standards, that their stability and
their change depend largely on happenings in groups as groups_ Experience
with leadership training had convinced us that the workshop setting is among
the most powerful tools for bringing about improvement of skill in handling
intergroup relatIons.
Even a good and successful workshop, however, seems seldom to have the
chance to lead to long-range improvements in the field of intergroup relations.
The individual who comes home from the workshop full of enthusiasm and
new insights will again have to face the community, one against perhaps 100,000.
Obviously, the chances are high that his success will not be up to his new level
of aspiration, and that soon disappointments will set him back again. We are
facing here a question which is of prime importance for any social change, namely
the problem of its permanence.
To test certain hypotheses in regard to the effect of individual as against
group settings, the fulluwing variations were introduced into the experimental
workshop. Part of the delegates came as usual, one individual from a town.
For a number of communities, however, it was decided the attempt would be
made to secure a number of delegates and if possible to develup in the workshop
40
teams who would keep up their team relationship after the workshop. This
should give a greater chance for permanency of the enthusiasm and group
productivity and should also multiply the power of the participants to bring
about the desired change_ A third group of delegates to the workshop wo~ld
receive a certain amount of expert help even after they returned to the commumty.
The faculty for the workshop included Dr. Lippitt as Pr?ject.Director, D~.
Bradford from the NEA and Dr. Benne from Columbia Umverslty. There IS
no time here to go into detail of the training procedure. ' However I should
mention a few points related to research.
The first step in carrying out such a design calls for b~oad fact-fin~i~g
about the different types of intergroup problems which the varIous commumtles
have to face. Communities and teams of group workers in the communities
would have to be selected so that the results of the three variations would be
possible to compare. In other words, this project had to face the same prohlems
which we mention as typical for planning process in general.
The experiences of the members of the State Advisory B?ard of the ~n­
terracial Commission of the State of Connecticut were able qUIckly to prOVIde
sufficient data to determine the towns which should be studied more accurately.
To evaluate the effect of the workshop a diagnosis before th~ worksh?p ~ould
have to be carried out to determine, among other things, the hne of thmkmg of
the community workers, their main line of action and the ~ain barriers they have
to face. A similiar re-diagnosis would have to be earned out some months
after the workshop.
To understand why the workshop produced whatever change or lack of
change would be found, it is obviously necessary to record scientifically t~e
. happenmgs
essentIal - durmg
· t h e work sho p. Here • I feel • research faces Its
most difficult task. To record the content of the lecture or the program w~uld
by no means suffice. Description of the form of leadership has to take mto
account the amount of initiative shown by individuals and subgroups, the
· ..
d IVlslon . ,!fito su"groups,
of the tramees 1.: the frictions within and between these
subgroups the Cflses and their outcome, and , a bove all • the total management
. -
pattern as'it changes from day to day. These large-scale aspects, more than
anything else, seem to determine what a workshop will accomplish. Th~ task
which social scientists have to face in objectively recording these data IS not
too different from that of the historian. We will have to learn to handle these
. . d 'tn ' T · ·ng Community Leadership Toward
lSee summary of tralnln& prace ure H , ~'Irud R nald Lippitt Mult EJu<aI;on
More Effective Gruup Living," by Palmer ow:u an 0 .
Bulietin, August, 1946.
41
relatively large units of periods and social bodies without lowering the standards
of val~dlty and reliability to which we are accustomed in the psychological
recordmg of the more microscopic units of action and periods of minutes or
seconds of activity.
The methods of recording the essential events of the workshop included
an evaluation session at the end of every day. Observers who had attended the
various subgroup sessions reported (into a recording machine) the leadership
pattern they had observed, the progress or lack of progress in the development of
the groups from a conglomeration of individuals to an integrated "we" and so
on. The group leaders gave their view of the same sessions and a number of
trainees added their comments.
I have been deeply impressed with the tremendous pedagogical effect which
these evaluation meetings, designed for the purpose of scientific recording, had on
the ~ralOlOg process .. Th: atmosphere of objectivity, the readiness by the faculty
to dISCUSS openly theIr mistakes, far from endangering their position, seemed to
lea.d t~ an enh~ncement of appreciation and to bring about that mood of relaxed
objectiVity whICh IS nowhere more difficult to achieve than in the field of inter-
group relations which is loaded with emotionality and attitude rigidity even a-
mon~ the so-called liberals and those whose job it is to promote intergroup
relations.
. This and similar experiences have convinced me that we should consider
actIOn, res~arch and train~ng as a triangle that should be kept together for the sake
of ~ny of Its corners. It IS seldom possible to improve the action pattern without
trammg personnel. .In fact today the lack of competent training personnel is
one of ~~ greatest hmderances to progress in setting up more experimentation.
The trammg of large numbers of social scientists who can handle scientific
proble?",s. but are als.o equipped for the delicate task of building productive,
h~rd-hlttmg teams With practitioners is a prerequisite for the progress in social
sCience as well as m SOCial management for intergroup relations.
As I watched, during the workshop, the delegates from different towns all
over Con~ecti~t transform from ~ ~ultitude o.f unrelated individuals, frequently
op~osed In th"lr outlook and theIr mterests, mto cooperative teams not on the
baSIS of sweetness but on the basis of readiness to face difficulties realisticall
to apply honest fact-fmding, and to work together to overcome them' when YI
saw the patte.co of role-playing emerge, saw the major responsibilities move
slowly a~cordmg to plan from the faculty to the trainees; when I saw, in the
final seSSIOn, th~ St~te Advisory Committee receive the backing of the delegates
for a plan of lmkmg the teachers colleges throughout tlIt: s·tat e WIt . h certaIn.
aspects of group relations within the communities; when I heard the delegates
and teams of delegates from various towns present their plans for city work-
shops and a number of other projects to go into realization immediately, I
could not help but feel that the close integration of action, training, and research
holds tremendous possibilities for the field of intergroup relations. I would
like to pass on this feeling to you.
Intergroup relations are doubtless one of the most crucial aspects on the
national and international scene. We know today better than ever before that
they are potentially dynamite. The strategy of social research must take into
account the dangers involved.
We might distinguish outside adversities and barriers to social science and
the inner dangers of research procedures. Among the first we find a group of
people who seem to subscribe to the idea that we do not need more social science.
Among these admirers of common sense we find practitioners of all types,
politicians and college presidents. Unfortunately there are a good number of
physical scientists among those who are against a vigorous promotion of the
social sciences. They seem to feel that the social sciences have not produc:d
something of real value for the practice of social management and therdore wtll
never do so. I guess there is no other way to convince these people than by
producing better social science.
A second threat to social science comes from "groups in power"'. These
people can. be found in management on any level, among labor leaders, among
politicians, some branches of the government, and among members of Congress.
Somehow or other they all seem to be possessed by the fear that they could not
do what they want to do if they, and others, would really know th.e. facts. I
think social scientists should be careful to distinguish between the legitimate and
not legitimate elements behind this fear. For instance, it would be most ~n­
healthy if the findings of the Gallup Poll automatically would determlOe
policy for what should and should not become law in the Unite~ State.s. We
will have to recognize the difference between fact find~ng and FOhcy settt~g and
to study carefully the procedures by which fact findlO.g shoul~ be fed 10 the
social machinery of legislation to produce a democratIc effect.
Doubtless, bowever, a good deal of unwillingness ~o face reali~ yes be-
hind the enmity to social research of some of the people 10 power positions.
A third type of v"ry real anxiety on the part of practioners can be illustrated
by the following example. Members of community councils to whom I have had
'See "Public Opinion Polls and Democro'ic Leadership," by Dorwin Cartwright,
/ollmal of So(iallsslJes, Vol. 2, No.2, May, 1946, p. 23-32.
43
the occasion to report results of research on group interrelations reacted with
the feeling that the social scientists at the university or in the research arm of
some national organization would sooner or later be in the position to tell the
local community workers all over the states exactly what to do and what not to
do.
They obviously envisaged a social science "technocracy". This fear seems
to be a very common misunderstanding based on the term "law". The com-
munity w~~~ers ,~ailed .to real~ze that lawfulness in social as in physical science
mea?s an If sO relatlOn, a hnkage between hypothetical conditions and hypo-
thetIcal effects. These laws do not tell what conditions exist locally, at a given
place at a given time. In other ~ords, the laws don't do the job of diagnosis
whlch.has to be done loca~ly. N~I.ther do laws prescribe the strategy for change.
In SOCial ma~agement, as In mediCine, the practioner will usually have the choice
~etwee~ variOUs metho~s of treatment and he will require as much skill and
ingenUIty as the phYSICian in regard to both diagnosis and treatment.
. It seems to be crucial for the progress of social science that the practitioner
Will ~ndcrstand that through social sciences and only through them he can hope
~o gain the power nec:ssary to do a good job. Unfortunately there is nothing
III SOCial laws an.d SOCial research which will force the practitioner toward the
good. SCience gives more freedom and power to both the doctor and the mur-
dered, to. ~emocra7 and fascism. The social scientist should recognize his
responslblhty also In respect to this.
Research on MaJorities and Minorities
. It has not .be'.'n the intention of this paper to discuss detailed findings of
SOCial research
tw _ .In.Intergroup relations_ I feel, however
, , that I shou Id ment'10n
o POlOts which Illustrate, I think, basic aspects.
. Intergroup relations is a two-way affair. This means that to improve re-
latIOns between groups both of the interacting groups have to be studied.
. In recent !ea.rs we have started to realize that so-called minority problems
are.1O fact maJoI1~ problems, t~at the Negro problem is the problem of the
white,
. I that the f JeWIsh problem IS the problem of the non-J ew, an d so on, I t
IS a so. true 0 course that intergroup relations cannot be solved WI·thout al terlOg
. every group within the United States is deeply affected by happenings in other
certam aspects of conduct and sentiment of the minority gro 0 f h
mo t b 1 . th up. ne 0 t e
fid 0 stac
f s severe d cs 10 c way of improvement seems to be the notonous . lack
o con ence .an .self-esteem.. of most minority groups . M'100rity
. groups tend
to accept. d' t h e Imphclt
d .Judgment of those who have statuseven were h .
the Judg-
ment IS IIecte agamst themselves. There are manY f orces w h'Ich tend to
44
develop in the children, adolescents, and adults of minorities deep-seated an-
tagonism to their own group. An over-degree of submissiveness, guilt emotion-
ality, and other causes and forms of ineffective behavior follows. Neither an
individual or a group that is at odds with itself can live normally or live happily
with other groups.
It should be clear to the social scientist that it is hopeless to cope with
this problem by providing sufficient self-esteem for members of minority groups
as individua\s. The discrimination which these individuals experience is not
directed against them as individuals but as group members and only by raising
their self -esteem as group members to the normal level can a remedy be produced.
Many whites in the South seem to realize that one prerequisite for pro-
gress is the enhancement of self-esteem of the southern Negro. On the other
hand, the idea of a positive program of increasing group loyalties seems to be
paradoxical to many liberals. We seem to have become accustomed to linking
the question of group loyalty and group self-esteem with jingoism.
The solution, I think, can be found only through a development which
would bring the general level of group esteem and group loyalty which in
themselves are perfectly natural and necessary phenomena to the same level for
all groups of society. That means every effort should be made to lower the in-
flated self esteem of the 100 percenters. They should learn the prayer from
the musical-play, Oklahoma. "Dear God, make me see that I am not better than
my fellow men." However it is essential to learn the second half of this prayer
that goes something like "but that I am every darn bit as good as he." From
the experiences thus far I would judge that raising the self-esteem of the min-
ority groups is onc of the most strategic means for the improvement of inter-
group relations,
The last point I would like to mention concerns the relation between the
local, the national, and the international scenes. No one working in the field
of intergroup relations can be blind to the fact that we live today in one world .
Whether it will become politically one world or two worlds, there is no doubt
that so far as interdependence of events is concerned we are living in one world.
Whether we think of the Calholics, or the Jew., the Greeks, or the Negroes
places on the globe. Intergroup relations in this country will be formed to a
large degree by the events on the international scene and particularly by the
fate of the colonial peoples. It will be crucial whether or not the policy of
this country will follow what Raymond Kennedy has called international Jim
Crow policy of the colonial empires. Are we ready to give up the policy
45
 followed in the Philippines and to regress when dealing with the United States'
dependencies to that policy of exploitation which has made colonial imperialism
the_ most hated i_nstitution the world over_ Or will we follow the philosophy
whIch J~hn CollIer has developed in regard to the American Indians and which
the_ I~stItute of Eth~ic Affairs is proposing for the American dependencies.
~IS IS a pattern whICh leads gradually to independence, equality, and coopera-
tIon: Wha~ever the effect of a policy of permanent exploitation would be on
th.e l.nternatlO,:al scene, it could not help but have a deep effect on the situation
WlthlO the Umted States. !im-Crowism on the international scene will hamper
t~emendously progress of lOtergroup relations within the United States and is
likely to endanger every aspect of democracy.
The development of intergroup relations is doubtless full of danger and
the development o.f social science in this field faces many obstacles. The pic-
ture: however, whICh I have been able to paint, the progress of research and
partIcularly that the organization of social research has made during the last
Fe,,: years, makes me feel that we have learned much. A large scale effort of
SOCIal research on lOtergroup relations doubtless would be able to have a lasting
effect on the history of this country_
It is equally clear, however, that this job demands from the social scientists
an utmost amount of courage. It needs courage as Plato defines it. It needs
the best of what the best among us can give, and the help of everybody.
!I
1 46
I
~
The Use of Clinical Methods in Social Psychology
DONALD W. MACKINNON
The problems of immediate concern in the areas of racial tensions and
international affairs presented to uS by the preceding papers are indeed a chal-
lenge to contemporary methods of research in social psychology. It would be
pleasant to think that we have at hand the techniques to answer the questions
raised by these men. The truth is that we do not. But we should not let this
discourage us. We have the beginnings and the faith that these, through our
collaborative efforts, can be developed into a sophisticated and adequate method-
ology.
Our Task: The Inves+iCJa+lon of Group Tensions
The problems with which we are faced in these challenging papers exist as
problems in our society and threaten the peace and happiness of our social liv-
ing because of the tendency of men to form groups from which other men are
acluded. There is nothing wrong with groups per Ie. Indeed, our war ex-
perience has shown us how much the health and morale of an individual depend
upon the character of the group of which he is a member. Group-formation
becomes a problem of distre"ing social concern, however, when tensions are
established between groups, when the distinction between in-group and out-
group is sharply drawn and the aggressions of one directed against the other.
Our task is, then, in large measure, the investigation of these group ten-
sions. Though for economy of expression we refer to them as group tensions,
we must remember constantly that in the last analysis they are the tensions
that exist between individuals of opposed group memberships. Here, as in all
social psychological problems, the ultimate unit is the individual, not the group,
however true it is that the one can never be studied in isolation from the other.
If we ask, What psychologically are the carriers of these tensions? the answer
is, I believe, The needs, sentiments, attitudes, ideologies, prejudices, etc, which
set a person of a given group-membership against those who belong to another
or other groups. These carriers may, of course, be studied separately, but such
investigations can give at best partial answers to our questions, for in them the
individual as a whole is lost from sight and the personality correlates of the
single factor under study :lfe ignored_ Research of this kind has in the past
and must by its very nature always result in false conclusions and faulty over-
generalizations, for it ignores in practice a principle wh~ch in theory we all
accept-the theory of the multiple determination of behaVIor.
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